Employment Discrimination Blog

Defending Against Attack Damages in a Lawsuit: How Social Media Can Help

When seeking a strategy to attack damages in a litigation, defense lawyers make it their mission to use anything and everything at their disposal to strengthen the case of their client. In today’s digital age, this means taking to the web and using a wide range of internet resources, which can include access to a ….

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Happy Hour, Company Outings, and Sexual Harassment: Does the Line End at the Close of Company Work Hours?

Published on 21st September, 2015 under Business Litigation, Harasssment, Sexual Harassment

Many employers want to build morale and esprit de corps by encouraging after hours events, like happy hours, company sports leagues, cookouts, etc. While these events can be a great way for employers to get to know their employees, and for workers to socialize with one another off the clock, they can also create questions ….

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Race Discrimination and Sexual Harassment Suit Against Queens McDonalds

Published on 17th December, 2014 under Race Discrimination, Sexual Harassment

This past summer, two employees of a McDonalds located in Queens, New York, filed a lawsuit against their employer, alleging both sexual harassment and racial discrimination. Both employees, who are black women, allege that their supervisor, a white man, inappropriately touched them and made remarks that degraded them based on their race. This case, Harris, ….

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Sexual Harassment Suit Against a Wall Street Firm

Published on 22nd October, 2014 under Sexual Harassment

A former NYG Capital employee, Hanna Bouveng, sued the Wall Street firm for sexual harassment. She accuses the multi-national, billion dollar company of sexual harassment and unlawful termination based on the behavior of CEO Benjamin Wey. The suit accuses Wey of being a “virulent sexual harasser and stalker.” Bouveng alleges that she was subjected to ….

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DISCLAIMER: This web log is not legal advice, nor should it be construed to be legal advice or the offering of legal advice. It should not be read as guaranteeing or suggesting any particular outcome in any Court will occur in any particular case. It is not, and should be read as, a complete or authoritative analysis of the state of law, which is constantly subject to change.